Aircraft Mechanic Shortage: How RPOs Drive Recruitment Innovation in Aviation

The Challenges: 

A major retirement wave among mechanics is creating a severe shortage, with North America facing a potential deficit of 25,000 certified mechanics by 2028—20% below demand. Workforce needs are projected to surpass available personnel by 37,000 across various aviation sectors. 

This shortage is intensified by low enrollment, a lack of qualified instructors, and limited certification capacity due to a shortage of Designated Mechanic Examiners (DMEs), all of which create a bottleneck and hinder the ability of schools to scale up training programs. 

Internal recruitment operations are not equipped to overcome these challenges. 

The Solution 

An Outsourced Recruitment Process Partner (RPO) to Create and Deliver a Strategy Beyond Traditional Recruitment Capacity.. 

RPOs are the most effective alliance to overcome the challenges of recruiting talent. Table stakes in RPOs solutions is the focus on cost, quality, and time. Reducing time to hire eliminates operational delays, inflated labor costs, and SOW outsourcing. Creating pipelines focusing on groups like veterans, student groups, and the competition optimizes productivity levels and timelines. A significantly lower cost per hire reduces labor expenditure, adds fiscal predictability, and leads to more accurate business forecasting. 

RPOs invest heavily in their delivery mechanism for present and future workforce needs.  RPOs utilize best-in-class technology, predictive analytics, talent heat maps, and refined recruitment processes to engage talent in a fast and efficient way.   RPOs diligently work towards the future needs of clients, considering tech advancement, developing skillsets, succession planning, and expansion plans, to curate future workforce plans.  This proactive approach helps clients stay ahead of the curve, building a workforce that’s prepared for what’s next.